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HRIR 3021 Exam 2 UMN questions well answered to pass
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HRIR 3021 Exam 2 UMN questions well answered to pass
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HRIR 3021 Exam 2 UMNForecasting - correct answer ✔✔The attempts to determine the supply and demand for various types of
human resources to predict areas within the organization where there will be labor shortages and
surpluses
-qualitative and quantitative methods
Trend analysis - correct answer ✔✔constructing and applying statistical models that predict labor
demand for the next year given relatively objective statistics from the previous year (Ex: if an
organization has implemented a new training program for managers in order to prevent discrimination
and harassment, HR trend analysis can be used to track the number of discrimination and harassment
complaints that are filed after the training program has been implemented)
Leading Indicators - correct answer ✔✔objective measures that accurately predict future labor demand
Transitional Matrix - correct answer ✔✔A chart that lists job categories held in one period and shows
the proportion of employees in each of those job categories in a future period
Core Competency - correct answer ✔✔A set of knowledge and skills that make the organization superior
to competitors and create value for customers
Downsizing - correct answer ✔✔The planned elimination of large numbers of personnel with the goal of
enhancing the organization's competitiveness
Outsourcing - correct answer ✔✔Organizations use outsourcing as a way to promise to deliver the same
or better quality at a lower cost
Workforce Utilization Review - correct answer ✔✔a comparison of the proportion of employees in
protected groups with the proportion that each group represents in the relevant labor market
,An analysis of a workforce's demographics. The purpose is to assess whether an organization employs a
specific group
Recruiting - correct answer ✔✔Any practice or activity carried on by the organization with the primary
purpose of identifying and attracting potential employees
Employment at will - correct answer ✔✔Employment principle that is there is no specific employment
contract saying otherwise, the employer or employee may end an employment relationship at any time,
regardless of the cause
Due-Process Policies - correct answer ✔✔formally lay out the steps an employee may take to appeal an
employer's decision to terminate that employee
Direct Applicants - correct answer ✔✔people who apply for a vacancy without prompting from the
organization
Referrals - correct answer ✔✔people who apply for a vacancy because someone in the organization
prompted them to do so
nepotism - correct answer ✔✔favoritism shown to family or friends by those in power, especially in
business or hiring practices
Yield Ratio - correct answer ✔✔the percentage of applicants from a recruitment source that make it to
the next stage of the selection process
cost per hire - correct answer ✔✔The total amount of money spent to fill a job vacancy. The number is
computed by finding the cost of using a particular recruitment source and dividing that cost by the
number of people hired to fill that type of vacancy.
realistic job preview - correct answer ✔✔gives a candidate a picture of both positive and negative
features of the job and the organization before he or she is hired
, What are the main purposes of workforce planning? - correct answer ✔✔The primary goal is to predict
which areas of the organization will experience labor shortages or surpluses
i. Identify workforce requirements needed for strategic plan
ii. Discovers where/if competency gaps exist
iii. Plans for internal and external factors
iv. Implements workforce shortage and reduction strategies
Three quantitative tools for labor forecasting - correct answer ✔✔i. trend analysis - constructing and
applying statistical models that predict labor demand for the next year, given relatively objective
statistics from the previous year
ii. ratio analysis - 10 million sales = 30 FTE in past ratio, sales forecast is
iii. regression analysis - statistically identity historical predictors of workforce size, only use equations
with predictors found to be statistically significant
1. How do internal and external considerations affect workforce planning? We discussed several in class
+ they were in the slides. - correct answer ✔✔a. INTERNAL
i. Turnover
ii. Employee development
iii. Current workforce profile
iv. Current engagement levels
v. Employee performance
vi. Operations, process efficiencies
vii. Technology improvements
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